COM 213 Speech Outline Template(8)
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Southern New Hampshire University *
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Course
212
Subject
Communications
Date
Apr 3, 2024
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docx
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2
Uploaded by Darkmaster1939
COM 213 Speech Outline Template
Use this template to plan the organization and content of your speech. Replace the bracketed text with your responses. You may use bullet points unless otherwise noted. Planning
Speech Topic: Perform evaluation processes
General Purpose Statement : To inform employers about the importance of performance evaluation processes and how they are helpful to those wanting to succeed in the workplace. Audience Information:
Employees, people who are seeking employment etc. Audience Considerations: Different job roles and challenges that come along with evaluations
Introduction
Attention Getter: To succeed in the work place we must know our strengths and weaknesses. If we stay stuck in the same place we will never explore other opportunities. Statement of Credibility
: As someone who has lack of communication from managers in the past, I know how important it is to let others know where they’re successing, failing and what needs improvement.
Relevance Statement: Performing evaluation processes does not only help the managers, but helps the employees understand their position in the company and where to make changes at. Thesis Statement: Performance evaluation processes are a necessity in the work place, to be given constructive criticism builds healthy relationships among peers. Body
Write the body of your speech. Make sure to support all points and sub points with evidence, explanations, and citations and use complete sentences
. Main Point One: I will explain how important it is to be able to manage your emotional intelligence in leadership.
Sub-point: Emotional Intelligence is broken down into four parts, self-awareness, self-
management, social awareness, and relationship management. Sub-point: Offers a free e-book on leadership and offers an online course called “Leadership Principles” to become an effective leader and unlock new potentials. Transition: After stating how emotional intelligence plays a role into performance evaluations lets get into how this effects those serving in the US Air Force. Main Point Two:
Research shows it’s been investigated if supervisor credibility, superior-subordinate similarity and management support improve performance feedback in the US Air Force. Sub-point: Hovland’s theory of communication is used in research, “They proposed that opinions tended to persist unless the individual underwent some new learning experience” - (34.3 Theories of Attitude Change, n.d.)
Sub-point: Findings indicate that trust in one’s superior and it’s expertise play a role in perceptions of quality performance evaluation feedback. Transition: Lastly, I will introduced how performance evaluations have improved the banks for China. Main Point Three:
After 30 years the Chinese commercial banking system has drastically improved, including their leading position. Sub-point: The banks of China are divided into 3 categories, state owned, joint stick and city commercial banks, The top four large state-owned banks have occupies four top positions including their leading position.
Sub-point: Because of these successful outcomes, these banks are experiencing new challenges, so its been broken down into several steps on how to performance evaluations are done in each bank. Transition: Conclusion
Statement of Closure: In conclusion, performance evaluations processes are just as important in a work setting. If we want our employees to succeed its critical to be told what’s been to be improved and strengthened improve to progress to the next level. Recap of Thesis/Main Points: We have discussed some research and theories on how performance evaluation processes can help not only the work setting and the people employed in the facility as well as. References
Shi, X., Wang, L., & Emrouznejad, A. (2023). Performance Evaluation of Chinese Commercial Banks by an Improved Slacks-Based DEA Model. Socio-Economic Planning Sciences, 90. https://doi-
org.ezproxy.snhu.edu/10.1016/j.seps.2023.101702
Reinke, S. J., & Baldwin, J. N. (2001). Is Anybody Listening? Performance Evaluation Feedback in the U.S. Air Force. Journal of Political & Military Sociology, 29(1), 160–176. https://doi-org.ezproxy.snhu.edu/10.2307/45292831 Capko, J. (2003). 5 Steps to a Performance Evaluation System. Family Practice Management, 10(3), 43–
48. https://www.aafp.org/pubs/fpm/issues/2003/0300/p43.html
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